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Class Action Active Litigation

Crosner Legal is a law firm ​which handles​ multi-plaintiff cases. We are currently handling the class​ actions, ​collective ​actions, and representative ​PAGA action​ cases identified below. If you are interested in making a claim against a company listed below, click on the company name for more information and to see if you are eligible.

If the company you are seeking to make a claim against is not listed below, or you are not eligible for the specific action listed, please contact us or complete the Free Consultation form to the right, and we will evaluate your potential claim at no charge to see if we can assist you.​

Prior results do not guarantee a similar outcome.


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Avila v. Shannon Ranches Inc. Class Action Lawsuit

Plaintiff is alleging wage and hour violations of the California Labor Code in a class action on behalf of himself and all other similarly situated individuals.


Southwest Key

A class action lawsuit was filed on behalf of all employees of Southwest Key who received a background check by the company. The class action lawsuit alleges that the background check performed on employees unlawfully violation the Fair Credit and Reporting Act (FCRA) and the Investigative Consumer Reporting Agencies Act (ICRAA). For more specific information about this lawsuit, or if you were employed by Southwest Key and believe you were subjected to an unlawful background check, contact Crosner Legal by phone or by submitting to our online contact form.


Huntington Memorial Hospital

A class action lawsuit was filed on behalf of all employees of Huntington Memorial Hospital who received a background check by the company. The class action lawsuit alleges that the background check performed on employees unlawfully violation the Fair Credit and Reporting Act (FCRA) and the Investigative Consumer Reporting Agencies Act (ICRAA). For more specific information about this lawsuit, or if you were employed by Huntington Memorial Hospital and believe you were subjected to an unlawful background check, contact Crosner Legal by phone or by submitting to our online contact form.


Security Guards (2019)

A settlement was reached on behalf of non-exempt security guards in California alleging wage and hour claims, including but not limited to minimum wage, overtime, meal breaks, rest breaks, wage statement and waiting time penalties, and additional violations of the applicable Labor Codes and Wage Order(s).


Wrongful Termination

A long term employee alleging wrongful termination, failure to engage in an interactive process and provide reasonable a accommodation as a result of being terminated while on a short medical leave of absence with a definite return to work date.


Health Care Company (2019)

Employees of a health care company alleging minimum wage, overtime, meal and rest break violations in a class action against their employer. This case is currently awaiting approval by the Court.


Warehouse Workers (2019)

A PAGA-only settlement was reached on behalf of warehouse workers of an international corporation. Plaintiff’s primary allegation was that he, and the similarly situated aggrieved employees, were not adequately compensated minimum wage and overtime based on defendants’ thirty minute meal break auto-deduction policy as well as company-wide rounding policies, among other alleged violations.


Sales/Marketing Employees (2019)

A settlement was reached on behalf of sales and marketing employees of a hospitality chain. Plaintiffs’ primary allegation was that they, and the similarly situated employees, were not adequately compensated minimum wage and overtime for non-sales activities, such as rest breaks, along with meal and rest break, wage statement and other derivative violations.


Warehouse Workers (2019)

A settlement was reached on behalf of warehouse workers of a manufacturing plant. Plaintiffs’ primary allegation was that they, and the similarly situated employees, were not adequately compensated minimum wage and overtime based on defendants company-wide practice of rounding the time clock and requiring employees to “don and duff” by putting on and taking off protective gear off of the clock, along with meal and rest break and other derivative violations.


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